The document discusses training techniques and methods. It covers topics like learning, training needs analysis, training objectives, approaches to training, factors affecting choice of methods, and common methods like lectures, discussions, and case studies. The objectives are to introduce training, explain why training is needed, and discuss methodology, strategies, and selection of training methods.

1. TRAINING TECHNIQUES
PRESENTED
BY
GAJABA PERERA-GUNAWARDENA
FOR
SIR JOHN KOTALAWALA DEFENCE
ACADEMY

2. SESSION OBJECTIVES
 INTRODUCTION TO TRAINING
 WHY TRAIN?
 TRAINING METHODOLOGY
 TRAINING STRATEGIES
 SELECTION OF TRAINING METHODS
 COMMON TRAINING METHODS

3. LEARNING
 LEARNING IS A
RELATIVELY PERMANENT
CHANGE IN BEHAVIOR
RESULTING FROM
EXPERIENCE

4. TRAINING
TRAINING IS A DELIBERATE AND
DESIGNED ATTEMPT TO CHANGE
KNOWLEDGE, SKILLS AND
ATTITUDES REQUIRED TO PERFORM
A SPECIFIC JOB OR A TASK TO
SATISFY A PREDETERMINED
PERFORMANCE ∗∗

5. TRAINING NEEDS
 A TRAINING NEED IS A GAP
BETWEEN KNOWLEDGE, SKILLS AND
ATTITUDES REQUIRED IN A JOB,AND
THE KNOWLEDGE, SKILLS AND
ATTITUDES OF THE PERSON
CARRYING OUT THAT **

6. TRAINING NEED ANALYSIS **
ACTUAL DESIRED
GAP
KSA KSA
TRAINING
LEVELS
NEED SOURCES
HUMAN RESOURC PLANNING
•GANIZATIONAL SUCCESSION PLANNING
CUSTOMER FEEDBACK
•OCCUPATIONAL
QUALITY CONTROL FEEDBACK
•INDIVIDUAL PERFORMANCE APPRAISAL
SUPERIOR OFFICER’S REPORT

7. TRAINING OBJECTIVES
 TRAINING OBJECTIVES SPECIFY THE
SKILLS, KNOWLEDGE AND
ATTITUDES THAT THE TRAINEE
WILL POSSESS AT THE END OF THE
TRAINING PROGRAM
 TRAINING OBJECTIVES SHOULD BE
IN THE SMART FRAMEWORK

8. IMPORTANCE OF
OBJECTIVES
 ENSURE THAT THE PROGRAM WILL
RESPOND TO THE NEEDS IDENTIFIED
 DETERMINE THE SELECTION OF
TRAINING MATERIALS AND
METHODOLOGY
 SERVE AS A BASIS FOR EVALUATING
THE PROGRAM

9. KEY ELEMENTS (1)
 ACTION: WHAT TRAINEE WILL BE
ABLE TO DO AT THE END OF THE
TRAINING . ACTIONS (OR
PERFORMANCE) MUST BE
OBSERVABLE, MEASURABLE AND
EXPRESSED IN VERBS OF
OPERATIONS

10. KEY ELEMENTS (2)
 CONDITIONS: THEY ARE THE
RESOURCES (BOOKS, EQUIPMENT,
MATERIALS, TOOLS) A TRAINEE
WILL BE ALLOWED TO USE TO
CARRY OUT THE ACTION
(PERFORMANCE)

11. KEY ELEMENT (3)
 CRITERIA: ARE THE STANDARDS BY
WHICH A TRAINEE’S PERFORMANCE
WILL BE EVALUATED.
 CRITERIA ARE RELATED TO BOTH
QUALITY AND QUANTITY BASED ON
THE REQUIREMENTS OF THE
WORKPLACE.

12. OBJECTIVE FRAMEWORK
 AN OBJECTIVE SHOULD STATE:
 THE FINAL BEHAVIOR (AN
OBSERVABLE ACTION)
 THE CONDITION FOR PERFORMANCE
 THE STANDARDS TO BE REACHED
FOR A SUCCESSFUL PERFORMANCE
(MEASURABLE CRITERIA)

13. BASIC APPROACHES TO
TRAINING
 PEDAGOGIC OR  ANDRAGOGIC OR
 DIDACTIC  PARTICIPATORY
 TEACHER
 PARTICIPANT
CENTERED CENTERED
 MULTI-
 ONE-WAY DIRECTIONAL
COMMUNICATION COMMUNICATION
 STRUCTURED  FLEXIBLE AND
ADAPTABLE

14. TRAINING METHODOLOGY
 INSTRUCTIVE
 INTERACTIVE
 PARTICIPATIVE

15. Main Factors Affecting the Choice of Training Methods
Human factors Objectives
•Teacher (trainer) •Knowledge
•Participants •Skills
•Environment •Attitudes
Time and Material Factors
Subject Area
•Time
•Special subject
•Finance
•Inter-disciplinary
•Teaching facilities
problems
Principles of Learning
•Motivation
•Active involvement
•Individual approach
•Sequencing and structuring
•Feedback
•Transfer

16. COMMON TRAINING METHODS
LECTURE METHOD
DISCUSSION METHOD
CASE STUDY METHOD

17. PLAN YOUR LECTURE
 REVIEW THE NEED
 SET UP THE LEARNING OBJECTIVES
 ORGANIZE THE CONTENT
 FOLLOW THE SEQUENCE PRINCIPLE
 PLAN ILLUSTRATIONS & EXAMPLES
 PLAN THE VISUAL AIDS
 PLAN YOUR DELIVERY WITHIN THE
TIME

18. DELIVER
 BE CONFIDENT
 USE THE THREE Vs
VOICE
VOCALS AND
VISUALS
 KEEP EYE CONTACT
 KEEP YOUR POSTURE
 BE NATURAL

19. DISCUSSION
 MORE AN INTERACTIVE
METHODOLOGY
 BREAKS THE MONOTONY OF LONG
LECTURE PRESENTATIONS
 MOTIVATES & STIMULATES
PARTICIPANTS
 IMPROVES TEAM WORK ATTITUDES

20. PLAN THE DISCUSSION
 LEAD OR APPOINT A LEADER
 IDENTIFY THE MAIN POINTS
 IDENTIFY BEHAVIORAL PATTERNS
 ENCOURAGE THE SHY
 REWARD COMMENTS AND
QUESTIONS
 GUIDE AND MONITOR
 SUMMARIZE & CONCLUDE

21. CASE STUDY
 A COMBINATION OF LECTURETTE
AND STRUCTURED DISCUSSION
METHOD FOR PROBLEM SOLVING
 EXPLAIN THE CASE
 ALLOW INDIVIDUAL WORK
 PROMOTE TO GROUP LEVEL
 ENCOURAGE GROUP PRESENTATION
 PROMOTE DISCUSSION

22. CONCLUSION
 PURPOSE OF TRAINING IS TO
IMPROVE KSA IN PERFORMING THE
CURRENT JOB.
--
 THEREFORE TRAINING SHOULD
IDEALLY BE ADDRESSED TO
IDENTIFIED TRAINING NEEDS.
**
 CHOICE OF TRAINING METHODS
DEPENDS ON 05 MAJOR FACTORS. **